To be the best, you must hire the best


a | a | a

To be the best in your industry, you have to hire the best.
 
I always say to my managers: is the person you are referring to me for a final interview an A-plus?
 
An A-plus is someone with attitude, someone who has got a good sense of energy and urgency, someone who has got good grooming, who is personable, who has got the skills, who has got the potential to be great, who is out there to want more in his or her life, because if you want more in your life, you'll want more for others.
 
When you're recruiting, you also have to look at your payroll and who you hire can add to your level of productivity. You invest a large part of your revenue in people, doesn't it make sense to have the best?
 
For your own survival, you must get your return on investment from your people. You must employ the right interview techniques when recruiting new staff.
 
Too many employers miss out on the best applicant and cost themselves time, energy and money because they lack basic interview techniques.
 
Compared to the amount interview tip information for jobseekers, employers are constantly overlooked when it comes to being educated on how to recruit the right person.
 
Many job applicants have turned down job offers due to a bad interview experience. It is important the interview is a positive experience which sells the benefits of your company.
 
There are three basic rules of recruitment - CAN DO skills and experience, WILL DO attitude and personality and WILL FIT company culture.
 
Employers must understand an interview is an exchange of information and they must control the interview by asking the right questions. 
 
To make the right decision we have a simple 10-point recruitment plan.
 
1. Follow the 80/20 rule. Get the jobseeker to do 80% of the talking. The person asking questions and listening is the person who’s in control of the interview.
 
2. Ask open ended questions beginning with “what”, “how”, “why”, “when”, or “where”. They invite long answers that encourage jobseekers to do most of the taking. Example: “When were you a member of a team? Can you describe what it was like?” “What would you do if…”, “How did you handle a situation where…”
 
3. Avoid closed questions beginning with “did”, “would”, “do”, and “are”. These questions can be answered “yes” or “no”. They do not encourage jobseekers to talk. Example: “Do you have any experience working on a team?” 
 
4. Ask probing questions beginning with “Tell me more”, “Describe to me” and “Explain to me”. 
 
5. Use the power of silence. Pause while waiting for a real answer. Don’t ever underestimate the value of a silence in an interview.
 
6. A jobseeker’s past job performance is the surest guide to their future performance.
 
7. A good job fit = the right education + the right experience + a compatible personality.
 
8. Beware of the "just like me" trap. Focus on the job requirements and the candidate’s qualifications.
 
9. Help the jobseeker feel at ease at the beginning of the interview. They’ll open up and talk more freely.
 
10. Don’t make assumptions. Look for repeat patterns of behaviour to draw conclusions about the jobseeker.
 
My objective is to recruit winners, and my policy is to do everything I can to help them become winners. I make sure I provide them with the tools and support they need to perform better and feel better in their jobs.
 
It comes down to this: selecting the right people, training them to make sure they have the right skills, giving them effective support and the freedom to deliver value to customers.

KEEP YOUR STAFF HAPPY: READ WHAT YOUR EMPLOYEES REALLY WANT HERE


similar articles
Atlassian: the change agent
see more
Gerry Harvey: A life about something
see more
Carla Zampatti: a cut above
see more
SME spotlight: Joshua Nicholls
see more
Mark Bouris: my lessons from Kerry Packer
see more
CEO’s corner: David Tudehope, Macquarie Telecom
see more
O’Tooles of the trade
see more
The ring master
see more